Succession Planning Readiness Among Leadership Group
Name: 


  1. Given the large scale changes that L.A. Care faces today and for the next year, I consider the identification of successors to Director, Senior Director and Officer positions to be
     
      1 2 3 4 5 6 7  
    Limited importance  Extreme importance


  1. If I were to be unable to continue in my present role, an internal candidate would take my place.
     
      1 2 3 4 5 6 7  
    Unlikely  Highly likely


  1. How likely is it that any replacement for me would come from outside L.A. Care?
     
      1 2 3 4 5 6 7  
    Unlikely  Highly likely


  1. A high potential individual must demonstrate these attributes. Please put them in rank order of importance
        1 2 3 4 5 6 7
    Strategic thinking  
    Political skills  
    Business and industry knowledge  
    Financial acumen  
    Managerial competencies  
    Leadership competencies  
    Ability to networking and build relationships  


  1. A succession development initiative should be
    owned by LG and run by HR
    owned by LG and run by LG with HR support
    owned by HR and run by HR with LG input


  1. What comments or ideas do you have about succession development for L.A. Care?





Mark Strunin